At Third Factor, we’ve spent over four decades working at the intersection of business and sport. Our programs have always been shaped by the high-performance principles used by Olympic coaches, elite athletes, and championship teams. Today, we’re proud to deepen that connection with the formation of our Sport Advisory Board—a small, purpose-driven group of leaders who are shaping the future of sport.
The Sport Advisory Board is an extension of our deep involvement in sport, and our philosophy that we find the best ideas by cross-pollinating ideas across different domains. It will help ensure that our offerings in the corporate world stay grounded in the latest insights from high-performance environments. Just as importantly, it provides a space for these sport leaders to access our coaching, consulting, and facilitation services to support their work developing athletes, teams, and organizations.
We’re honoured to introduce the inaugural members of the Third Factor Sport Advisory Board:
Mel Davidson
Mel Davidson is a legend in women’s hockey, having led Team Canada to Olympic gold as head coach in 2006 and 2010 and as general manager in 2014. Across 36 international events, every team she’s led has reached the podium—a testament to her leadership and consistency under pressure. Today, Mel is a high-performance advisor with Own the Podium, supporting national team programs across Canada. Her expertise in team dynamics and coaching strategy, along with her no-nonsense approach to performance, is a major asset to the board.
Debbie Low
Debbie Low is President and CEO of the Canadian Sport Institute Ontario (CSIO), where she has transformed the organization into a national leader in athlete development. Her background spans leadership roles across parasport and major games, including serving as Chef de Mission at the 2008 Paralympics. Recognized for her impact on sport and inclusion, Debbie brings a strategic lens and deep systems knowledge to our advisory conversations.
Jesse Lumsden
Jesse Lumsden is a dual-sport athlete and rising leader in Canadian high-performance sport. After a successful CFL career as an all-star running back, Jesse transitioned to bobsleigh, representing Canada in three Olympic Games and earning World Championship medals. Today, he serves as High Performance Director for Bobsleigh Canada Skeleton. Jesse brings firsthand experience of high-stakes competition and athlete transition—along with a deep commitment to developing performance cultures that last.
Tracy Wilson
Tracy Wilson is an Olympic bronze medalist, broadcaster, and one of Canada’s most respected figure skating coaches. Alongside her late partner Rob McCall, she won seven consecutive national titles and the pair made history as the first Canadian ice dancers to reach the Olympic podium. Today, Tracy is a leading coach alongside Brian Orser at the Toronto Cricket Skating and Curling Club, working with Olympians like Yuzuru Hanyu and Javier Fernández. Her blend of technical mastery and focus on mindset makes her a powerful contributor to our advisory board.
We’re grateful to Tracy, Mel, Debbie, and Jesse for lending us their expertise. Through this board, we’ll continue to strengthen the bridge between sport and business—ensuring that the lessons learned on the field, ice, track and training room find meaningful application in boardrooms and organizations everywhere. At Third Factor, we’ve spent decades studying what makes people perform at their best. We’ve worked with world-class athletes, coaches, and business leaders to break down the science of resilience, collaboration, and high performance. And now, we’re bringing that expertise to life in a whole new way.
We’re thrilled to introduce The Peak Performance Open Enrollment Program, a partnership between Third Factor, WDHB (a global specialist in the design and delivery of executive learning experiences), and the Chula Vista Elite Athlete Training Center (CVEATC). This immersive, three-day program is designed to help leaders develop the mindset and skill set to thrive under pressure—by learning from those who do it best.
Lessons from the world of elite performance
If you’ve ever watched an athlete prepare for competition, you know that greatness isn’t just about talent. It’s about preparation, the ability to pivot under pressure, and the relentless pursuit of improvement. In many ways, the challenges faced by today’s leaders aren’t so different. Markets shift, competition is fierce, and success often comes down to how quickly you can adapt, stay focused, and bring out the best in your team.
The Peak Performance Leadership Experience is built around this idea. Hosted at CVEATC—a premier training ground for Olympic and Paralympic athletes—this program isn’t just about sitting in a classroom and listening to leadership theories. It’s about stepping into the world of high performance, engaging directly with elite athletes and coaches, and applying what you learn in real-time.
What makes this experience different
Before participants even set foot at CVEATC, they’ll go through a personal skills assessment and a one-on-one coaching session to identify their strengths and growth areas. This ensures that every leader enters the experience with a clear understanding of what they want to work on and how they can get the most out of it.
Once on-site, the learning goes beyond traditional leadership training. Participants will:
Train with Olympic athletes and their coaches – Gain firsthand insight into the mindsets and strategies that fuel world-class performance.
Experience high-pressure scenarios – Step into challenges designed to build resilience, adaptability, and decision-making skills under stress.
Develop a coaching mindset – Learn how to cultivate peak performance in others, just as elite coaches do with their athletes.
This isn’t just about individual growth—it’s about bringing back new ways of thinking and leading that will elevate entire teams and organizations.
Who this is for
The Peak Performance Open Enrollment Program is designed for leaders who want to push their limits. If you’re someone who thrives on challenge, who is looking to take your leadership to the next level, and who is willing to step into an environment where learning happens through doing, this is for you.
Watching Olympic coaches operate, as we have for 40 years, makes one thing very clear: the courage to have a direct conversation when needed is vital to helping someone reach their potential.
This is why we are pleased to share that our popular Managing Challenging Conversations program is now available in webinar and live keynote formats.
Coaching with Courage: The Tough Conversations is a one-hour tour of the communication skills leaders need to tackle their toughest coaching conversations with confidence. Be among the first to experience this new session in a special preview event with Third Factor Principal Trainer Garry Watanabe on Thursday, March 6, 2025.
Drawing on lessons from our 40 years of work with world-class coaches, we’ll explore how to:
Build the courage and mindset to initiate a direct conversation
Structure a clear opening statement that gets tough coaching conversations off on the right foot
Work through resistance and defensiveness using strategies to diffuse tension
Manage your own reactivity to stay composed under pressure
Whether you are an individual looking for help with your own challenging conversations, or a leader tasked with creating a culture of courage and continuous improvement within your organization - you’ll leave armed with the inspiration and practical tools to get started.
Coaching with Courage: The Tough Conversations
Sorry we missed you
This event has passed, but it won't be the last. Be the first to know about future webinars from Third Factor by entering your information below.
About the presenter:Garry Watanabe is an expert on coaching and performance psychology with a wealth of experience working under the peak of pressure in both business and sport. As Principal Trainer for Third Factor, Garry has helped thousands of leaders apply the principles of coaching, collaboration and resilience in their professional and personal lives. His corporate clients include Deloitte, Toyota, RBC and the USGA.
It’s 2:15 pm, and a calendar notification pops up: “Check-in with Leo.” My heart immediately starts to beat faster. Leo is one of my top performers. He delivers great results and is seen as a future leader in the organization. But there’s a problem: Leo has a habit of shutting down his peers in meetings – dismissing ideas he thinks are weak and pushing back aggressively when challenged.
I’ve tried to address the issue, but it always goes sideways – tempers flare, and we both leave frustrated without resolving anything. I’ve been walking on eggshells for the past two weeks, but I can’t avoid this conversation any longer. Am I even capable of getting through to him? What if I lose my cool in the process? Will he still respect me afterwards? It’s 2:30 pm. Time to brace for impact.
Confronting is a Coaching Conversation
Confronting is a coaching conversation. It doesn’t fit neatly with the popular notion that coaching is just about asking good questions, but watching Olympic coaches operate, as we have for 30 years, makes one thing very clear: having the courage to have a direct conversation when needed is vital to helping someone reach their highest potential. In fact, avoiding a difficult conversation about something that’s preventing a person’s success is the opposite of good coaching.
That’s why confronting is one of the four core communication skills in our 3×4 Coaching model, and one that builds on the other three communication skills – questioning, listening, and feedback. It’s not the first or most frequent approach that coaches reach for, but it’s an important part of the overall coaching skill set. Knowing that you can navigate complex, high-stakes conversations is part of what underpins your confidence as a leader.
Choose Your Challenge
Having a confronting conversation with Leo is going to be challenging because I don’t want to damage our relationship. It doesn’t take tremendous courage to call up the airline after my flight was delayed and demand a refund because I only care about getting compensated, not my relationship with the customer service representative. But Leo is one of the strongest performers on my team and I want to have a good relationship after this conversation.
It’s also going to be challenging because Leo has been resisting making this change and now it’s getting in the way of his success. This isn’t just a straightforward piece of feedback anymore. There are real stakes. If Leo’s behaviour continues, we could end up in the realm of more formal performance management channels.
“When done effectively, these conversations can resolve the issue at hand, build the other person’s commitment to making progress, and strengthen the relationship.”
It’s easy to see the threats in these conversations but there are also potential benefits. When done effectively, these conversations can resolve the issue at hand, build the other person’s commitment to making progress, and strengthen the relationship if they see you as someone who holds them to a high standard yet cares about them and respects them.
So, I choose my challenge: I can avoid the conversation and deal with the fallout – Leo’s behaviour continues, our relationship becomes strained as my frustration seeps out, and I lose credibility with other people who see me allowing this behaviour to continue.
Or I can face the discomfort of addressing the issue head-on and put my coaching skills to the test.
Connection Before Correction
Once I decide to address the issue, how do I have this conversation in a way that not only protects our relationship but gets Leo committed to making a change? It starts before I even enter the conversation.
Often, we fall into the trap of thinking that we need to emotionally distance ourselves from the other person in order to be “tough” or objective. But it’s our relationship with the other person that’s the foundation for coaching them. I cannot coach Leo if I lose my connection to him.
So rather than distancing myself, I start by strengthening my connection to Leo. I put myself in his shoes and explore the most generous, plausible story I can come up with for why he might be acting this way. Maybe he’s under a lot of pressure that is leaving him with little patience. Maybe I’m not aware of some underlying tension with his teammates. Or maybe Leo is so enthusiastic about his ideas that he doesn’t realize he’s shutting down other people. I choose the story that most strengthens my connection to Leo because it puts me in a mindset to engage in this conversation in a direct but caring way.
I also need to get clear on the specific change I want to see – not all the ripple effects of Leo’s dismissive behaviour, or the fact that I’m also irritated because he was late for our team meeting yesterday – but the specific gap between what I need to see from him and what I’m currently getting.
Open Strong
Next, I need to prepare my opening statement. This will set the tone and direction for the conversation. Without carefully crafting and practicing my opening, things can go sideways quickly.
I could fall into the trap of starting with a sneak attack, “Well Leo, I guess you know why we’re having this conversation…”
Or I might unleash my pent-up frustration and anger, leaving Leo like a deer in the headlights trying to respond.
Or I might revert to the classic “feedback sandwich”, muddying my message and leaving Leo guessing at what I really mean.
An effective opening is short – less than 60 seconds – and clearly articulates the specific behaviour that needs to change, the impact of that behaviour, what’s at stake if it doesn’t change, and my desire to work together to reach a resolution.
“Leo, I want to talk to you about a pattern of dismissing input from your peers. For example, in yesterday’s meeting, Sarah raised a concern about the project timeline. You interrupted and said, ‘That’s not really an issue.’ I felt worried that you dismissed her question because I’ve noticed people hesitating to speak up in front of you. This can affect your ability to get the information needed to make good decisions and manage the concerns of staff. Advancing in this organization depends on your ability to build relationships and collaborate effectively. I haven’t been entirely clear on the importance of this, and that’s on me. I want to find a way to modify this behaviour. What are your thoughts?”
Drop Your Agenda
After delivering my opening, it would be great if Leo said, “got it boss, no problem.” But that’s not what typically happens. I’m likely to get resistance – anger, excuses, deflection, or awkward silence.
Counter-intuitively, that resistance is not something to fight against or try to “objection handle”; instead, I need to recognize that the path to a solution is through the resistance. So instead of defending my position, I drop my agenda and lean in to explore the resistance I’m getting from Leo.
Questioning and listening are the critical coaching skills at this stage of the conversation. Questions to deepen and clarify my understanding of his story: Can you say more about that? Could you give me an example? What is significant about that? And active listening to draw the person out and check for understanding: So, what you’re saying is…, Let me see if I have this right…
I stick with asking questions and listening until I can summarize what we call “the third story.” The third story represents all of what is true for me and what is true for Leo. It’s like I have a bucket, and I keep adding things into the bucket. I don’t take anything out and try to solve it yet. I just add things until we’ve collected all of what is true for both of us.
“So, to summarize, I need you to listen to the concerns and questions of your teammates and address them. It’s frustrating for you to have to consider other people’s concerns as you’ve already thought it all through. Further discussion is unnecessary, slows you down, and may interfere with you hitting your numbers. Do I have that right?”
I don’t necessarily have to agree with Leo’s perspective, but I need to get to a place where I understand him, where I can summarize his point of view in a way that he says, “yes, that’s it.” And if that’s not it, then I keep asking questions until we get to the core of the issue. It’s not until we reach that point that we can start problem solving.
It’s this final stage of the conversation that is often more comfortable and familiar – generating options and agreeing on a path forward. It’s best if most of the options come from Leo so that he owns how he wants to move forward but I can offer ideas as well. Together we can agree on a plan and next steps. Be sure to build in support and accountability. “What do you need from me to put this plan into action?” “Let’s schedule time to check-in and see how it’s going.”
Manage Yourself
Now, is it ever that easy? Of course not. While it’s helpful to have a map for these conversations, no matter how prepared we are, it never goes exactly how we expect. People are complicated and will almost always throw a wrench into the conversation that we never saw coming. Or they’ll do something that seems perfectly designed to get under our skin – raise their voice, roll their eyes, or say that one thing that touches our most sensitive nerve
And so, a big part of the discipline of these conversations is having a plan for how we will manage ourselves in the face of the triggers that could knock us off our game.
First, we need to be aware that we’re triggered in the first place. Often, we become our irritation, or our anger. Instead, we need to notice it by tuning into our internal signals – I might notice myself thinking “here we go again with the excuses,” or that my breathing has accelerated, or that I’m starting to feel impatient. These signals are like lights on your car’s dashboard. When the “check engine” light comes on, you don’t smash the dashboard – you check under the hood. The same goes for triggers in tough conversations. Get curious about what the signal is telling you and take corrective action to get yourself back on track before you respond.
If we don’t notice and manage our triggers, all sorts of unintended behaviours appear, and we can become the worst version of ourselves. Things start to escalate, or the other person withdraws, and we get further and further from a resolution.
The Courage to Coach When it Matters Most
Being effective in these conversations requires the very best of us. It takes self-awareness and being a big person. But the 3×4 Coaching model provides everything we need to succeed. We need to enter the conversation with a generous mindset and clarity on our objective. We deliver a clear opening statement to get the conversation off on the right foot and then drop our agenda to explore the other person’s perspective before we jump into problem solving.
It isn’t always comfortable, but the goal of coaching isn’t comfort. It’s about challenging someone to reach their highest potential. It requires the courage to speak up, the patience to wade through the discomfort, and the belief that the people you’re coaching are capable of more. Rosie MacLennan is a powerhouse: she was the first Canadian athlete to defend a gold medal at a summer Olympics by winning back-to-back golds in trampoline in 2016 and 2020, she served as the Chair of the Athletes Commission at the COC and fought tirelessly for safe sport, and she has an MBA from Stanford.
We were fortunate enough to have Rosie join us at our annual Third Factor client dinner a short time ago, where she shared a behind-the-scenes look at her path to Olympic triumph, the significant challenges she faced on the journey, and the tools she used to help overcome them.
Here are three lessons from Rosie’s talk that can help anyone striving for their own version of a gold-medal performance.
1: Confront failure head-on
One of Rosie’s most interesting insights was slightly counter-intuitive: when the fear of failure is strong, don’t shy away from it – lean into it. Ahead of the Olympics, Rosie consciously worked to confront the possibility of failure directly, and work through her worst-case scenario in vivid detail.
“By confronting the possibility of failure, you can free yourself from its grip.”
In partnership with her mental performance coach, Rosie sat down and played out two scenarios: what if things go well and I win? And, what if I stumble and fail? With these two scenarios in mind, she vividly worked through how she would feel and what her life would be like: 1 day after, 1 week after, 1 month after, 1 year after, and, eventually, 5 years post-Olympics.
Rosie’s realization? Ultimately, the outcome at the Games would have little impact on her life 5 years down the road. Regardless of the outcome she would be okay.
This mental exercise allowed Rosie to remove the distraction of fear from her preparation. By confronting failure head-on, she could redirect her energy from worrying about what could go wrong to focusing on what she could control.
Whether you’re preparing for a major presentation, launching a new business venture, or pursuing a personal goal – instead of trying to avoid thinking about failure, take the time to visualize the negative scenario. When we “play out the full movie” what we often find is that the fear comes from the fact that we are just imagining a moment in time – an incomplete thought or image that doesn’t reflect the fullness of time. By confronting the possibility of failure, you can free yourself from its grip and focus entirely on performing at your best.
2: Embrace direct feedback
Rosie’s coach, Dave Ross, is known for a style that is extremely candid. While some athletes balked at his bluntness, Rosie saw something deeper: a genuine commitment to helping her succeed. She understood that behind his straightforward critiques was a profound belief in her potential. Instead of resisting his feedback, she consciously worked to lean into it, using it as information to unlock higher levels of performance.
This ability to harness the value in blunt feedback came from her taking the time to understand Dave as a person. She took the time to look beyond personality and style to understand his values and ultimately his character. These insights didn’t just unlock her own performance, they also allowed her to help other athletes shift their perspective on Dave’s feedback by sharing her insights into what was behind his style.
When you find yourself chafing at direct feedback, consider the intent of the person delivering it. Where are they coming from? What are they trying to help you accomplish? Often, others are trying to help – even when their wording or approach might trigger some reactivity.
3: Use visualization to overcome obstacles
In the lead-up to the Tokyo Olympics, Rosie faced a daunting challenge: a series of serious ankle injuries that left her unable to perform her trampoline routine for weeks. In fact, she was unable to practice her full routine until one day before leaving for the Games.
“When we imagine something with enough vivid detail – to our body, it’s real.”
Rather than letting this setback derail her preparation, Rosie turned to the power of imagery and visualization. Unable to train physically, she trained mentally.
This started with simply imagining herself bouncing on the trampoline again. She shared that, initially after the injury, every time she would close her eyes and visualize jumping on the trampoline – she would see herself falling. With effort and (mental) practice, she was able to start to imagine herself jumping with confidence, and eventually to visualize her entire routine in vivid detail.
Remarkably, Rosie finished 4th at the Tokyo Olympics— less than a single point off of the podium featuring the best athletes on the world, all of whom had been training regularly, despite having been unable to physically practice until a single day prior to travel.
When we imagine something with enough vivid detail – to our body, it’s real. Some studies estimate that for elite athletes, mental rehearsal delivers roughly 85% of the benefits of physical rehearsal. Rosie’s experience certainly backs up that research.
Visualization isn’t just for elite athletes. It’s a tool anyone can use to prepare for high-stakes situations —whether it’s a speech, negotiation, or exam—spend time visualizing your performance. Imagine every detail: the environment, your actions, and the desired outcome. This mental preparation can help you feel more confident and prepared when the moment arrives.
Bringing it all together
Rosie MacLennan’s journey to Olympic success is more than a story about athletic achievement. Her approach to confronting failure, embracing feedback, and harnessing the power of visualization provides lessons that can help all of us.
Here’s a challenge: think about your own version of a “gold medal performance.” What are you striving for in your career, relationships, or personal growth? Now, consider how you can apply Rosie’s three strategies:
Confront failure head-on: What’s holding you back? Imagine the worst-case scenario to start to rob it of its power.
Embrace direct feedback: Who in your life is pushing you to be better? How can you listen with an open mind and use their insights to grow?
Use visualization to your advantage: What mental rehearsals can you do to prepare for your big moment? Coaching is, at its core, a deeply human endeavor. It’s a skill that requires empathy, curiosity, and an ability to connect with others on a personal level. Effective coaching demands patience, insight, and adaptability, making it a uniquely human process. Yet, as artificial intelligence (AI) tools like Copilot and ChatGPT become increasingly advanced and widely used, the potential to integrate AI into the coaching process is becoming more apparent. Rather than viewing AI as a replacement for human coaches, we see it as a complement—a tool to augment the learning experience and extend the reach of coaching.
Our approach, inspired by our company’s founder Dr. Peter Jensen, is rooted in the idea of AI as “the coach’s coach.” Instead of attempting to replicate the nuanced human interactions of coaching, we’re leveraging AI to sustain learning and assist leaders as they progress toward coaching mastery. AI becomes a tool that helps leaders get comfortable with coaching and sharpens their skills, rather than replacing the critical role of a human coach.
Drawing inspiration from “The Coach’s Coach”
Dr. Peter Jensen has been known for decades as “the coach’s coach.” Over 35 years, his focus has been on empowering coaches rather than stepping into their shoes. He works to help them improve their craft and support their teams more effectively, offering guidance, insights, and tools to help them reach their potential. His role isn’t to be the head coach, but instead to act as a mentor and resource for those who are.
This philosophy guided us as we considered the potential of AI in leadership and coaching development. What if every leader had access to an AI-powered coach in their pocket—one they could turn to for advice, guidance, and practice whenever they needed it? This vision drives our integration of AI as a tool that complements and supports, rather than competes with, human coaches.
Understanding AI’s role in the learning curve
The learning curve is a familiar concept in skill development. It illustrates how people acquire new skills over time, beginning with an initial uncomfortable phase of struggle and slow gains, progressing through steady improvement, and then hitting the final grueling ascent to achieve true mastery. AI’s role is most valuable in the intermediate stages, where learners have built a foundation and consistent practice and support can help them to make big leaps up the curve.
High touch to learn
At the beginning of the learning curve, learners are stepping into unfamiliar territory, and progress can be slow and frustrating. At this stage, motivation, encouragement, and a safe environment to make mistakes are critical. This is where the presence of a human coach is indispensable. Human interaction provides the emotional support and expert guidance that learners need to build confidence and take those first steps.
“The goal of this high-touch phase is to equip learners with a solid foundation and prepare them to apply their new skills independently.”
For example, in our 3×4 Coaching program, leaders regularly report discomfort with delivering corrective feedback and therefore delay or outright avoid it. In the classroom, we are able to set them up in pods with their peers and, through a triad exercise, show that giving “negative” feedback can be a positive, developmental experience. With the encouragement (and accountability) of their peers, participants take the first steps up the learning curve and start to build confidence.
This is not much different than learning to ride a bicycle. Initially, the learner needs someone to hold the bike steady, provide feedback, and offer reassurance. This hands-on support is essential for achieving balance and overcoming the fear of falling. Similarly, in leadership development, learners benefit greatly from in-person workshops or coaching sessions where they can practice new skills, ask questions, and receive real-time feedback. The goal of this high-touch phase is to equip learners with a solid foundation and prepare them to apply their new skills independently.
High tech to transfer
As learners move past the initial hurdles, they enter the middle phase of the learning curve. This is the growth phase, where they’ve gained a basic understanding but need consistent practice to refine their skills and build confidence. At this stage, AI can play a crucial role in supporting learners’ development.
AI tools excel at providing scalable, consistent support during this phase. They can simulate real-world scenarios, offer constructive feedback, and serve as a resource for learners to practice and refine their skills. Our pilot programs have confirmed the value of this approach. Leaders who have used our AI tools report that these tools help them apply what they’ve learned in their training programs. For example, our AI tools have been instrumental in helping leaders simulate coaching conversations, deliver feedback effectively, and prepare for performance reviews. By practicing in a non-judgemental, low-stakes environment, they gain confidence and improve their skills before applying them in real-world situations.
AI as sustainment
AI is particularly effective at supporting sustainment. To understand this, it’s helpful to distinguish between two types of motivation in the learning process: the motivation to learn and the motivation to transfer.
“People are motivated to learn when they encounter new ideas, engaging experiences, or compelling stories.”
The motivation to learn is rooted in intellectual curiosity. People are motivated to learn when they encounter new ideas, engaging experiences, or compelling stories. This type of motivation often requires a human touch—someone who can inspire and captivate learners, sparking their interest in the subject matter. These are areas where human coaches excel. They can create dynamic, interactive learning experiences that draw learners in and motivate them to engage with new concepts.
The motivation to transfer, on the other hand, is about applying what has been learned in a real-world context. This requires an environment where learners feel supported and confident in their ability to succeed. Motivation to transfer comes from having access to resources, someone to turn to for advice, and a sense of accountability. These are areas where AI shines. By providing tools and guidance for application, AI helps learners bridge the gap between theory and practice.
AI can simulate coaching conversations, offer tailored feedback, and provide reminders to keep learners accountable to their goals. It creates an environment where learners can experiment, refine their skills, and build confidence in their abilities—all while supporting their long-term growth.
The future of coaching
The integration of AI into coaching enhances rather than replaces the role of human coaches. While human coaches inspire curiosity, build foundational skills, and connect on a personal level, AI excels at providing scalable, consistent support during the critical growth phase of skill development. This complementary relationship allows learners to benefit from both personalized guidance and accessible tools for practice and refinement.
By blending the strengths of human connection and technological capability, we create a sustainable, accessible coaching model. Human coaches can focus on motivation and expertise, while AI supports learners in applying and mastering new skills. This balanced approach ensures coaching remains effective and widely available, fostering a culture where both learners and coaches thrive in an evolving landscape. 15,000 athletes will compete in 878 events across 54 sports at the Paris Olympic and Paralympic Games. To help you narrow in on what to watch, we asked our network of elite athletes, coaches and influencers to share the stories they’re most excited for. Here’s what they said.
Martha McCabe
3x Olympic swimmer, Founder, Head to Head
It might sound silly but one of the things I’m most excited about is for the athletes to experience a ‘normal’ Olympic Games.
After an extremely challenging, delayed and socially distanced, Tokyo Games in 2021, this will be the first chance for summer athletes since 2016 to experience that real Summer Games feel. From socializing in the athlete village, to getting out into Paris after they compete to soak up the Games energy, it’ll be incredible!
On the performance front, Summer McIntosh is the one to watch in swimming. She’ll have stiff competition with Australia’s Ariarne Titmus, and USA’s Katie Ledecky (among others!), but she’s proved she belongs with the best, and I think she’s got a great shot at some seriously well earned Olympic medals.
I’m also really excited to see Josh Liendo lead a quickly improving men’s swim team. He, along with a few other young Canadian men (like Ilya Kharun) have proven that they’re not afraid of the big boys on the world stage, so I think they’ll be ready to leave their mark for Canada too.
When to watch
Summer McIntosh: July 27 – August 4
Josh Liendo: July 31, August 3, August 4
Ilya Kharun: July 31, August 3, August 4
Karen O’Neill
CHIEF EXECUTIVE OFFICER, CANADIAN PARALYMPIC COMMITTEE
There is incredible momentum leading into the Paris Paralympic Games.
It signals to many Paralympic athletes a competition post-COVID, whereby their planning and preparation have been more within their control. For many, it is a chance to come back following the Summer Games in Tokyo with focus and determination to perform.
Athletes heading into these Games are now in the final qualification period to secure a nomination to Team Canada. There are many exciting stories, with numerous first-time athletes heading to Paris. For some veterans, like the Women’s Goalball Team, it means securing a nomination for Team Canada.
Let’s all cheer on Team Canada in this fierce and exciting competition from August 28 to September 8!
When to watch
Paralympic Games: August 28 – September 8
Women’s Goalball: August 29 – September 5
Debbie Low
CHIEF EXECUTIVE OFFICER, CANADIAN sport institute ontario
For me, one of the most exciting sports to watch at the Paris Olympic Games will be Women’s Beach Volleyball, featuring the Team Canada duo of Melissa Humana-Paredes and Brandie Wilkerson.
I worked with Melissa’s dad at Ontario Volleyball when I was starting my career in sport management, and these two talented athletes have been supported by Canadian Sport Institute Ontario (CSIO) throughout their careers.
Paris 2024 will be Melissa and Brandie’s second Olympic appearance, having both competed at Tokyo 2020 with different partners. Melissa and Brandie teamed up in 2022 and have since made the podium at numerous international and professional beach volleyball tournaments. They are currently ranked 4th in the world.
Melissa is also a former World Champion and a two-time Commonwealth Games Champion, having won the FIVB Beach Volleyball World Championship in 2019 and the Commonwealth Games in 2018 and 2022, all with her former partner Sarah Pavan.
When to watch
Women’s Beach Volleyball: July 27 – August 9
Anne Merklinger
CHIEF EXECUTIVE OFFICER, Own The Podium
Canada Basketball is set to make history at the 2024 Olympic and Paralympic Games.
For the first time, Canada has earned Olympic qualification for the women’s team, the men’s team, and the 3×3 women’s basketball team. This milestone highlights the growing strength and depth of basketball in Canada.
The women’s, men’s, and 3×3 women’s basketball teams are heading into Paris with significant momentum. Each team has demonstrated exceptional skill, determination, and teamwork throughout the qualification process, providing a strong foundation as they prepare to compete on the world stage.
Additionally, both the men’s and women’s wheelchair basketball teams will compete at the Paralympic Games. Known for their competitive spirit and resilience, these teams add to Canada’s robust presence in basketball.
With no regrets and a steadfast focus on winning, Canada Basketball is poised to make a substantial impact at the Paris Olympics and Paralympics, representing Canada with pride and inspiring future generations.
When to watch
Men’s Basketball: July 27 – August 10
Women’s Basketball: July 28 – August 11
Women’s 3×3 Basketball: July 30 – August 5
Men’s Wheelchair Basketball: August 29 – September 7
Women’s Wheelchair Basketball: August 29 – September 8
Mel Davidson
4x gold medal winning coach
Canada has recently become a basketball nation.
Five teams will represent Canada in Paris: three Olympic teams (Men’s, Women’s, and Women’s 3×3) and two Paralympic teams (Men’s and Women’s). The Women’s 3×3 team, featuring the top three FIBA Women’s 3×3 players, won a nail-biter in their final Olympic qualifying game to secure their spot.
The Men’s team, qualifying for the Olympics for the first time in over two decades, is riding high after beating the USA to win bronze at last year’s world championships. With their most talented roster ever, the big question is whether they can build on the team approach developed over the past four years.
The Women’s Wheelchair basketball team has an experienced and talented roster capable of medaling in Paris. However, after three coaching changes in three years, the question is whether their current stability will allow them to gel in time for a deep run at the 2024 Paralympics.
When to watch
Men’s Basketball: July 27 – August 10
Women’s Basketball: July 28 – August 11
Women’s 3×3 Basketball: July 30 – August 5
Men’s Wheelchair Basketball: August 29 – September 7
Women’s Wheelchair Basketball: August 29 – September 8
Rosie MacLennan
2x gold medal winning trampoline gymnast
Jacqueline (Jackie) Simoneau is an artistic swimmer heading into her third Olympic Games.
Known for her grace and precision in the water, Jackie has been a key figure in Canadian artistic swimming for years. After competing in the Tokyo Olympics, she decided to retire and pursue a doctorate in podiatric medicine, demonstrating her dedication and versatility both in and out of the pool.
In 2023, Jackie made the surprising decision to put her studies on hold and rejoin the national team. Her return has been nothing short of remarkable. At the 2024 World Aquatics Championships, she played a pivotal role in helping Canada qualify a full team and a duet for the Paris 2024 Olympics. Her leadership and experience have been invaluable to the team, inspiring her teammates and contributing to their overall success.
Jackie’s most significant achievement came when she made history by becoming the World Champion in the free solo routine. This victory marked the first time a Canadian had won the title in 33 years, cementing her legacy in the sport. Her comeback and subsequent triumphs have not only elevated her status but also shone a spotlight on Canadian artistic swimming on the world stage.
When to watch
Artistic Swimming: August 5 – August 10
Garry Watanabe
Principal trainer & sport lead, Third Factor
I’ll be watching the team rowing events, where brief yet intense races unfold in just 5-7 minutes.
These events are a captivating showcase of teamwork, skill, and endurance, as athletes push themselves to their absolute limits in the pursuit of victory. The synchronization and power displayed by the rowers create a thrilling spectacle that never fails to inspire.
Rowing demands both physical strength and mental resilience, with athletes enduring massive pain and exhaustion while maintaining perfect coordination. This combination makes rowing one of the most challenging and compelling sports to watch, drawing viewers who appreciate the dedication required to excel.
For a deeper insight into the preparation and commitment involved in rowing, I highly recommend The Four-Year Olympian by Jeremiah Brown. This book provides a gripping account of Brown’s journey and the immense effort needed to compete at the highest level, offering an inspiring story of perseverance and achievement.
When to watch
Rowing: July 27 – August 3
What could you achieve if every leader in your organization had a coach in their pocket – one they could access at any time to craft the perfect piece of feedback, prepare for a difficult coaching conversation, or get personalized advice for coaching their team?
“PJ” is our AI coaching companion that helps leaders apply their coaching skills by offering customized support whenever needed. Developed in partnership with The Modern Office Company, this intuitive and friendly chat bot is the latest advancement in sustainment for our flagship 3×4 Coaching program.
What is PJ?
We’re calling PJ The Coach’s Coach. It’s a tool designed to help leaders work through coaching challenges and get advice on applying the 3×4 Coaching model, our framework of 3 plays and 4 skills that exceptional coaches use to deliver results and build commitment.
At its heart, PJ is an AI chat bot developed by Third Factor and The Modern Office Company. With a license, you can ask PJ questions and discuss just about anything related to coaching. PJ has been trained in the 3×4 Coaching model and can help you use questions, listening, feedback and confronting to build clarity, improve competence or give recognition.
What really excites us is that PJ is a true coach. Unlike other chat bots that jump straight into giving advice, PJ first listens to understand and asks clarifying questions to get to the heart of every issue. A conversation with PJ flows like a conversation with a real coach – acknowledging the very real challenges of leadership, building clarity about what’s really going on, and generating practical strategies for applying the coaching skills.
What can PJ help with?
PJ is designed to help with just about any coaching challenge. Whether you need help building clarity around an issue, delivering difficult feedback, or finding the right way to recognize a team member’s efforts, PJ is there to help.
Here is a list of sample prompts you might give PJ across a variety of categories:
Work through challenges
My direct report seems unmotivated and I’m not sure why
I’m struggling to build a relationship with a new team member
I’m not sure how to best coach someone with more experience than me
Prepare for a Conversation
Help me prepare for a challenging conversation with my direct report
I need to have a team discussion to clarify performance expectations
How should I deliver feedback on something that I didn’t directly observe?
Enhance skills
Give me a scenario to practice using the BID feedback model
What are strategies for improving my active listening?
How can I get more comfortable with having tough conversations?
Generate ideas
What are some simple but personalized recognition ideas for my team?
What are approaches to identify my team’s strengths and weaknesses?
I’d like ideas for quickly building relationships with new team members
Coach in different contexts
How do I coach someone from a different generation than me?
What are strategies for coaching someone who doesn’t report to me?
How do I adjust my coaching for in-person vs. remote team members?
Deepen coaching knowledge
Can you explain the concept of ‘developmental bias’ in more detail?
Does the BID model work for both reinforcing and corrective feedback?
What does it mean to use emotion as a fuel for change?
See PJ in action
PJ is trained to coach you through problems rather than just giving answers. After you explain what you need, PJ will ask clarifying questions to understand the nature of the coaching challenge. It will then help you discover how to apply the coaching plays and skills to address the issue and help you create a detailed action plan.
Here’s a real conversation with PJ about a team member’s punctuality to give you an idea of just what PJ can do.
How do I get access to PJ?
PJ is currently in a closed Beta and not available to the general public. If you want to try PJ and give us feedback on how to improve, send us an email explaining your coaching challenge and why you think PJ could help.
About the presenter:
Garry Watanabe is an expert on coaching and performance psychology with a wealth of experience working under the peak of pressure in both business and sport. As Principal Trainer for Third Factor, Garry has helped thousands of leaders apply the principles of coaching, collaboration and resilience in their professional and personal lives. His corporate clients include Deloitte, Toyota, RBC and the USGA.
“So, to summarize, I need you to listen to the concerns and questions of your teammates and address them. It’s frustrating for you to have to consider other people’s concerns as you’ve already thought it all through. Further discussion is unnecessary, slows you down, and may interfere with you hitting your numbers. Do I have that right?”
I don’t necessarily have to agree with Leo’s perspective, but I need to get to a place where I understand him, where I can summarize his point of view in a way that he says, “yes, that’s it.” And if that’s not it, then I keep asking questions until we get to the core of the issue. It’s not until we reach that point that we can start problem solving.
It’s this final stage of the conversation that is often more comfortable and familiar – generating options and agreeing on a path forward. It’s best if most of the options come from Leo so that he owns how he wants to move forward but I can offer ideas as well. Together we can agree on a plan and next steps. Be sure to build in support and accountability. “What do you need from me to put this plan into action?” “Let’s schedule time to check-in and see how it’s going.”
Here are three lessons from Rosie’s talk that can help anyone striving for their own version of a gold-medal performance.
At its heart, PJ is an AI chat bot developed by Third Factor and The Modern Office Company. With a license, you can ask PJ questions and discuss just about anything related to coaching. PJ has been trained in the 3×4 Coaching model and can help you use questions, listening, feedback and confronting to build clarity, improve competence or give recognition.
What really excites us is that PJ is a true coach. Unlike other chat bots that jump straight into giving advice, PJ first listens to understand and asks clarifying questions to get to the heart of every issue. A conversation with PJ flows like a conversation with a real coach – acknowledging the very real challenges of leadership, building clarity about what’s really going on, and generating practical strategies for applying the coaching skills.